While no one enjoys being criticized, negative feedback can lead to growth. Below are some dos and don’ts to consider when receiving negative feedback.

Do listen politely and respectfully to the feedback, knowing that it may be just as hard for a supervisor to dole out negative input as it is for the receiver to hear it. Thank the boss for the information.

Don’t react emotionally.

Do allow some time to pass to evaluate the feedback objectively.

Don’t spiral into depression by remembering that negative feedback is part of working.

In an effort to attract a broader range of applicants, many companies are changing the way they reach out to new hires by writing more specific job posts. Some firms provide detailed salary ranges; others describe a typical week on the job. More are even bringing up the negatives of a position, such as having to deal with lots of e-mails or being on-call for many hours.

These changes have come about due to widespread dissatisfaction from both candidates and hiring managers alike over poorly worded job postings. Candidates have complained that many job specs are so vague that a potential candidate cannot self-select out. Recruiters admit frustration about their own non-specific wording, which doesn’t weed out unqualified applicants.

In an effort to attract more diverse and qualified applicants, companies have become more tuned in to how certain language in a job description can turn away or encourage applicants. For example, the terms “digital natives” or “passion for social media” in a job spec can discourage older applicants from applying. On the other hand, using gender neutral language tends to attract more qualified female applicants.

Experts claim that badly written, unspecific job postings failing to explain how a role fits into a company just won’t work in an economy that is vying for diverse and qualified new-hires.

Job candidates who exude confidence appeal to hiring managers. In fact, 42 percent of HR professionals in a recent study considered confidence one of the most desirable traits in new-hires. However, a whopping 72 percent of respondents to the survey rated over-confidence as “the biggest personality turnoff” during hiring interviews.

So how to walk the fine line between confidence and arrogance? Here are some ways to avoid appearing overconfident in an interview.

Avoid sweeping general statements. Don’t describe your skills in general terms. Saying “I was born to sell!” or “I can sell anything!” without backing up such a statement with specifics makes you sound egotistical. Instead, use a quantifiable statistic: “I was named most improved new salesperson after only two months and increased my close rate by 30 percent.”

Don’t stretch the truth. If you were part of a team that worked on a proposal, don’t claim full credit. Rather, explain your role and how you contributed to the effort.

Demonstrate self–awareness. Show you know yourself by giving an example of how you are working on improving a trait. Everyone has weaknesses, so don’t deny having any.